The Employment Rights Act (ERA) is a piece of legislation that governs the relationship between employers and employees in the UK It sets out the rights and responsibilities of both parties, and aims to ensure fair treatment and protection for workers The act covers a wide range of areas, from the minimum wage and working hours to discrimination and unfair dismissal.
In 2025, the ERA underwent a number of changes that had a significant impact on employment law in the UK Some of the key amendments included:
1 Minimum wage increase: One of the most significant changes to the ERA in 2025 was an increase in the national minimum wage The government introduced a new minimum wage rate, which was higher than the previous year’s rate This change was aimed at ensuring that workers receive a fair wage for their work and helping to tackle poverty and inequality in the UK.
2 Statutory sick pay reform: The ERA was also amended to include changes to statutory sick pay Employers are now required to pay employees who are off work due to illness or injury at a higher rate than before This change aims to provide greater support for workers who are unable to work due to health reasons and to ensure that they are not financially disadvantaged as a result.
3 Parental leave rights: The ERA was updated to include new provisions on parental leave rights Employers are now required to allow workers to take time off work to care for their children, and to provide flexible working arrangements for parents with young children This change recognizes the importance of work-life balance and aims to support families in the UK.
4 the employment rights act 2025 what’s law & what’s coming. Gender pay reporting: Another significant change to the ERA in 2025 was the introduction of gender pay reporting requirements Employers are now required to publish information on the gender pay gap within their organization, including details on the average pay and bonuses for male and female employees This change aims to tackle gender inequality in the workplace and to promote greater transparency and accountability around pay practices.
Looking ahead, there are a number of proposed changes to the ERA that are currently being discussed Some of the key areas that are likely to be addressed in the future include:
1 Zero-hour contracts: There is growing concern about the use of zero-hour contracts in the UK, which offer workers no guarantee of hours or income It is likely that the government will look to introduce new regulations around the use of these contracts, to provide greater security and stability for workers.
2 Gig economy rights: The rise of the gig economy has raised questions around the rights and protections for workers in these non-traditional working arrangements It is expected that the government will look to clarify the rights of gig economy workers and to ensure that they are not being exploited or denied basic employment rights.
3 Remote working rights: The COVID-19 pandemic has led to a significant increase in remote working in the UK As more workers continue to work from home, there will be a need for new regulations to ensure that remote workers are protected and have access to the same rights and benefits as office-based employees.
In conclusion, the Employment Rights Act 2025 has had a significant impact on employment law in the UK, with a number of key changes being implemented to protect workers and promote fair treatment in the workplace Looking ahead, there are likely to be further amendments to the ERA to address emerging issues such as zero-hour contracts, gig economy rights, and remote working It is important for employers and employees to stay informed about these changes and to ensure that they are complying with their legal obligations under the act.